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Hiring Developers

Hiring AI Engineers: What Talent Acquisition Leaders Need to Know

So, you want to hire an AI engineer. Easy, right? Just find someone who can whisper sweet nothings to ChatGPT and call it a day? Not quite. Hiring for AI feature development is more than just finding someone who knows how to craft a clever prompt. You need engineers who can integrate AI into real-world products. In other words, you’re looking for a builder , not just a coder. Someone who can take the ever-evolving landscape of AI models and make them work for your product in a structured, scalable, and cost-efficient way.

Hiring Developers

Talent Acquisition: 5 Reasons Devs Using AI Will Change Your Hiring Process

Software development has always been about solving problems- but the ways developers approach those problems are evolving fast. Programming used to mean writing painstakingly detailed instructions for computers to follow. Over time, higher-level languages abstracted away some of that complexity. This has allowed developers to focus on creating solutions rather than wrestling with machine code. The Shift Enter AI. Tools like large language models (think ChatGPT or GitHub Copilot) take abstraction to the next level. Now, developers can describe their goals in plain language, and AI handles much of the code generation.

Hiring Developers

Top 10 Tech Positions Companies Will Struggle to Hire for in 2025

Amidst the expansion of machine learning, cloud computing, big data, software, mobile applications, social media, gaming… companies big and small are relying on highly-specialized software development experts. Indeed, for businesses wanting to keep up, finding top tech talent is a priority—and can be an uphill struggle. Many are after high-demand technical skills, from software development to data-oriented knowhow, according to our 2025 State of Tech Hiring report .

Hiring Developers

The Problem With Today’s Tech Hiring Processes—And How You Can Do Better for Your Business

Top technical talent is the cornerstone of innovation, efficiency, and productivity – and ultimately, financial performance. But most organizations are struggling to hire good developers and it’s becoming a major blocker for growth. Is your talent acquisition function taking the right approach to overcome these hurdles? Quite possibly not. As concerns about cheating increase , skills shortages deepen , and turnover escalates , leaders must evaluate whether they’re truly equipped to battle these challenges.

Hiring Developers

9 Steps to Handling Suspicions of Cheating in Tech Hiring

When cheating is suspected, act carefully. Investigate thoroughly without jumping to conclusions. Respectfully engage with the candidate and stick to the facts. Use data to guide decisions and refine your approach for the future. Learn from every case to strengthen your system. What does that look like step-by-step? Read on. Step 1: Stay objective and open-minded Avoid jumping to conclusions based on initial suspicions or single indicators. Any one indicator of unusual behavior is not necessarily enough to label a candidate as a cheater.

Hiring Developers

Anti-Cheating Recruitment Tool Comparison Chart

Tooling makes a big difference. From fully-equipped assessment solutions to proctoring software to plagiarism detectors, there’s no shortage of options. Equip your team with the right tools for the job. Compare features and costs to find what works best for your hiring needs.

Hiring Developers

“Anti-Cheat” Candidate Communication Templates

Transparency builds trust and deters cheating. Share what candidates need to know: process details, timelines, and assessment formats (how and what are you trying to evaluate?). Keep critical elements private to maintain integrity. Note: It may seem obvious, but remember to always share the same information with every potential hire. You want to set all candidates up for success, and keep the playing field level. A template (like the ones below!) can help you do this.

Hiring Developers

Checklist: What Makes for a Realistic Coding Assessment?

Great assessments focus on real-world skills. Use realistic scenarios that reflect the job and the industry you’re hiring for. Keep questions adaptive and unpredictable. Choose engaging formats that test problem-solving and creativity, not memorization . The right design minimizes the opportunity—and temptation—for cheating. Below you’ll find a handy checklist to help you craft more realistic, job-relevant tech interview tasks and asynchronous coding tests .

Hiring Developers

How Effective Is Your Cheating Prevention Strategy? A Self-Assessment Guide

How do you tackle cheating in technical interviews? How should you tackle it? Bring managers and recruiters together and work through these four questions, to evaluate your current cheating prevention measures and start mapping a strategy that meets everyone’s needs – recruiters, managers, and candidates. You thought Joe was great. You were excited for him to start. But within a week, it’s abundantly clear that Joe can’t actually… code.

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